Here's how you can effectively convey goals and expectations to your team members as a team leader.

First, (You) one needs to know what is the vision and analyze how it may impact your team (or how it may vary it within your team s) and then hold discussions/brainstorming sessions to refine it.

As a team leader, effectively conveying goals and expectations involves clear, concise communication. Start by defining specific, measurable, achievable, relevant, and time-bound (SMART) goals. Use team meetings to discuss these goals, ensuring each member understands their role and responsibilities. Provide written documentation for reference and encourage open dialogue for questions and feedback. Regularly review progress and adjust expectations as needed, maintaining transparency and support throughout the process.

- Certifique-se de que as metas sejam específicas, alcan?áveis, relevantes e com prazo definido. - Comunique-se de forma clara e consistente. - Envolva a equipe no processo de defini??o de metas. - Deixe claro o que você espera em termos de desempenho, comportamento e prazos. - Ofere?a suporte contínuo e esteja disponível para responder a perguntas e fornecer orienta??o. - Realize reuni?es de acompanhamento para revisar o progresso em dire??o às metas. - Incentive a comunica??o aberta.

Definir metas para a equipe é o primeiro passo para um time de sucesso. Metas SMARTs s?o essenciais, mas definir metas pessoais de carreira e auxiliar individualmente os membros da equipe, entendo ser fundamental para o comprometimento de um time de sucesso.

Often goals come from the company’s broader strategy, vision, goals, or objectives. In your team they may be vaguely linked to the activity you perform e.g. accounting or people services. The best way to communicate the goals is by asking the team how they think they contribute to the achievement of the broader goal before establishing the sub-goal for the Team. This way you are aligned and people understand why they must successfully contribute that activity.

Once the goals are set, it’s important to establish expectations. I always make sure to communicate the standards of performance and behavior I anticipate from my team. This means being transparent about the criteria for success and what will happen if they are not met. It’s not just about deadlines and targets; it’s also about how team members collaborate, communicate, and contribute to a positive work culture. Clear expectations prevent misunderstandings and ensure that everyone is working towards the same end.

Set clear expectations for performance and behaviour. Communicate what you expect regarding deadlines, quality of work, and team interactions. Establishing these standards early on helps prevent misunderstandings and ensures everyone is on the same page, fostering a productive and cohesive team environment.

Be clear Communicate your expectations clearly and concisely, and over-explain if needed. This helps team members understand what's expected of them and how to succeed in their roles. Document and repeat Document your expectations and reiterate them regularly, as they can be easily forgotten. Set milestones Define check-in points and clear milestones for new projects. Involve your team Let team members take the lead sometimes, and encourage them to set their own goals. Use SMART criteria Set expectations and goals using SMART criteria, which stands for specific, measurable, achievable, relevant, and time-bound. Align with metrics Establish clear metrics for your team to ensure they're doing their best work. Set realistic goals.

After setting goals, clarify expectations. Explain performance & behavior standards, success metrics, and consequences. It's not just about results, but also collaboration, communication, and a positive culture. Clear expectations prevent confusion and ensure everyone's aligned.

Maintain regular updates to keep the team informed about progress and any changes. Schedule consistent meetings or check-ins to discuss status, address concerns, and realign if necessary. Regular communication keeps everyone engaged and aware, enhancing transparency and collaboration within the team.

A comunica??o clara e assertiva é essencial para o bom desempenho da equipe, saber a motivo pelo qual está trabalhando, entender quais metas s?o impactadas com seus esfor?os e ter um acompanhamento constante dos resultados e primordial para o comprometimento de um time. Quando a rotina de compartilhar é constante, podendo ajustar a rota no meio do caminho é fundamental para a equipe atingir resultados.

Regular communication (meetings, emails, dashboards) keeps everyone informed on progress and adjustments. This two-way flow ensures focus, prevents problems, and allows for feedback.

Encourage team members to take ownership of their tasks and responsibilities. Empower them to make decisions and be accountable for their work. Fostering a sense of ownership motivates individuals to contribute their best efforts, driving the team towards collective success with greater commitment and initiative.

Some form of metrics needs to be developed for measurement of something as "Vital "but still as subjective as "Ownership". Applying -what cannot be measured cannot be managed, clearly indicates the essence of bringing in some form of contractual measurements such that every stake holder can see his own and those of all the others ownership performance on "real time basis". Ownership metric urgently needed "Education", wherein both the Student and the Teachers must have well defined , unambiguous , Digital based metrics and evaluation software system such that each individual's ownership performance can be directly linked to the Results metrics. Each member's agreement measurable parameters which can be as unambiguous as say date time.

Owning something, whether it's a possession, a decision, or responsibility, can bring a sense of pride, empowerment, and control. When you take ownership of your actions and choices, you are more likely to feel a deeper sense of satisfaction and accomplishment. Remember, you have the power to shape your future and make a positive impact on your own life. Embrace ownership and take charge of your journey! I trust in ORGANISE,DEPUTISE, SUPERVISE with EMPOWERMENT!

Com frequência reunimos o time para entender onde cada atividade se encaixa dentro de nossas metas. Entender qual o impacto cada atividade tem dentro de um propósito comum. E muitas vezes nesses momentos realinhamento a rota de atividades em consenso do melhor para a equipe. Assim cada um se compromete junto ao time de onde está o seu foco.

people want to take ownership. they just need to believe that if they will make a mistake someone, especially their manager will support them and not blame them. ownership give people a sense of meaning, feeling belonging and meaningful. if they will have a good experience they will continue to do it. another extra bonus will be that the other team members will learn to do the same.

Supporting your team is about more than just being available for questions; it’s about actively helping them meet expectations. I make sure to provide resources, training, and adjust workloads when necessary. Being attentive to the challenges my team faces and offering solutions or adjustments is key. A supportive leader builds trust and loyalty, which in turn enhances performance and job satisfaction.

Provide the necessary support and resources for your team to achieve their goals. Offer guidance, training, and tools to help them succeed. Be approachable and available to address any challenges they face. By supporting your team, you create an environment where they can thrive and perform at their best.

If I want my team to achieve the set high goals and expectations, I have to be a role model for them as their leader. So, together with them, I throw myself into the set work, I show them that it can be mastered. With this approach, I immediately eliminate their doubts about achieving the goal and also the excuses. At the same time, I give them freedom in how to achieve the goal - let them try to be creative. I encourage them and rejoice with them in all their successes.

Support goes beyond access. Actively help your team meet goals through resources, training, or workload tweaks. Address challenges and offer solutions. This builds trust, loyalty, and boosts performance.

The secret to fostering a culture of feedback is to ask for feedback as much or more than you give it. Here are some examples of how I ask for feedback as a leader. What feedback do you have on our team meeting today? What did you think of the department meeting last week? what feedback do you have about using the new system? That way when I say I'd like to give you some feedback about your contributions in the meeting today of from the customer call I listened to, employees are more comfortable with and open to your feedback.

Feedback completes communication and will reveals interest. The leader's view isn't always enough to achieve stated goals, encouraging feedback from team members will help to: > Communicate inclusiveness > Birthing new ideas and strategies > Improve the thinking of team members etc.

Foster a culture of feedback where team members feel comfortable giving and receiving constructive input. Regular feedback sessions help identify areas for improvement and celebrate successes. Encouraging open communication promotes continuous growth and development, ensuring the team remains aligned with goals and expectations.

Open feedback loop: Encourage team input on goals and expectations. Listen, adapt, and praise. Feedback fuels continuous improvement.

Whenever you communicate a goal and expectations to your team, you must allow for them to confirm what they understood from your message. Never assume that agreement means understanding. Have your team members explain their understanding, and explore together different scenarios for how this could play out. Doing this at the start will help maximise everyone’s focus on the desired end result.

An individual performing as per expectations is not always possible due to various his/ her status and also external factors Neither the leader / manager would be available 100% for correcting or holding. The best way is to keep the group or the immediate effected team members about each other expectations and also setting one more expectations is they need to support, course correct on their own and with each other support as it is team and not individual. Such reinforcements creations around the employee would yield far more and better outcome and camaraderie

Un bon leader assume l’entière responsabilité des actes de ses collaborateurs. Il se doit de leur apporter leur soutien certes. Mais il doit aussi savoir pardonner les erreurs. Une erreur est une occasion de progresser , à la fois du c?té du collaborateur , mais aussi du c?té du manager…